says, without interrupting.
He would probably get key insights into
the problems being faced by the team
members. As marketers we value insights
from our customers and therefore if we
think of our team as our customers, we can
use the same principle to find an effective
way forward.
After some reflection, Sam agrees to try
this out. He calls a team meeting and asks
them exactly that. Sam says, “I would like
to understand the problems facing the
team and why we have these problems.”
The team looks at him in confusion. They
aren’t sure what is going on. Are they in
trouble? Have they done something? Is
someone going to be fired? They get very
defensive and aren’t very forthcoming with
their responses.
Sam is even more frustrated. He goes back
to Bob and reports that this method simply
doesn’t work. Bob asks him to describe what
happened. Sam narrates the story, and Bob
nods his head listening very keenly. He
realizes from Sam’s story that Sam did not
take the time to build relationships with
his team members.
According to Kimberly Fries who wrote
an article in Forbes.com on 8 essential
qualities that define great leadership,
“leaders are failing to foster a sense of
trust and loyalty in their employees.” Fries
As much as allowing
team members to find
options for resolving
problems is import-
ant, it is even more
important to ensure
that through consis-
tent follow up, the line
manager keeps his
team accountable. Ask
for time lines, ensure
goals set are SMART
– this will ensure suc-
cess for all parties.
also highlights that millennials today are
far more likely to change jobs much more
frequently and a lot of them also do not
feel empowered in their jobs. resolving problems is important, it is even
more important to ensure that through
consistent follow up, the line manager
keeps his team accountable.
In order to drive empowerment, a leader
must find ways of allowing team members
to take responsibility and find solutions
for themselves, thereby building self
confidence in the process. It allows people
to take initiative and focus on problem
solving and this also results in better
performance and satisfaction. Ask for time lines, ensure goals set are
SMART – this will ensure success for all
parties.
In Sam’s case, the skills of asking the right
questions and listening are quite key to
his approach. However, he also needs to
appreciate that building trust and better
bonds with his team members will allow
them to feel more confident in him and his
leadership style.
In addition, if he was to then get a chance
to coach each person and allow each
person to find the answers for themselves,
he would probably get a much better buy-
in and a lot of good will. A leader needs
to be authentic, he needs to be genuine in
his approach and his care for the team as
people can see through those who are fake.
Valcour also points out in her article that
accountability remains key. As much as
allowing team members to find options for
Sam paid a lot of attention to Bob’s advice
and in 3 months was able to turn around
the team to focus on the important things.
The team felt more empowered and also
felt that Sam believed in them.
That belief drove them to do the very best
they could for the organization and for
their leader as well.
As a marketing leader, what coaching
skills can you use to drive performance
and make yourself a more effective leader?
Thrity Engineer-Mbuthia is a Certified
Marketing and Leadership Coach. She
has a deep passion for both coaching
and marketing and is part of the adjunct
faculty at Strathmore University Business
School. She loves to help people transform
their lives by finding their passion and
purpose. You can reach her on: Info@
thrityengineer.org.